Lessons and strengths in junior recruitment – Zalando’s perspectives from spring 2026
· Blogi · In English
In the spring of 2026, Zalando launched a junior recruitment campaign in Finland and was delighted by the strong interest they received. In this article, we’ll explore the world of junior recruitment in more detail.
Zalando launched its another junior recruitment campaign this spring, and had six open positions spread across four job ads. The application period was open for a week, and they received a total of 1200 applications, which breaks down to roughly 200-300 applications per role. The main channels for outreach included LinkedIn, the Mimmit koodaa newsletter, social media, and student partnerships.
Although a high number was anticipated due to the limited availability of junior roles in the market, it was quite impressive that they received the same volume of applications in just one week as they did over a two-week period last year.
After applications
Since it is a fixed-term summer internship, the goal was to give a first opportunity to juniors. There was a commitment to reserving these spots for those who truly need an entry-level opening to break into the industry, and that is why the focus was on those who are starting out their careers and have little to no experience in tech.
There were a total of six internship positions and Zalando received applications through four different job ads. Each role varied depending on the specific needs of the hiring manager and team, and applications were screened accordingly. Generally, the role criteria included coding skills (tech stack, computer science fundamentals, experience level), soft skills (teamwork, communication), as well as curiosity and a willingness to learn.
The main focus was on matching applications to the must-have skills and technologies outlined in the job ad. While certain foundational skills, specifically the primary coding languages used by the team, are considered non-negotiable requirements, the remaining technologies listed in the job advertisement were viewed as bonuses. The applications that stood out demonstrated genuine enthusiasm for Zalando and the role, and presented a clear CV that highlighted relevant skills for the position. Each application was examined by one to two team members per role; Zalando does not use AI for screening, relying entirely on humans.
The entire recruitment process took approximately 6-8 weeks. The specific timeline for each role depended on the availability of the recruiter, hiring manager, interviewers, and the candidate as well. In the end, all roles were filled.
What things set the best candidates apart from the crowd?
When there are a huge number of applicants, the question naturally arises: what kind of application stands out? Let’s take a look at that next.
Applications ranged widely, from those who had just started studying to those with several years of experience. Applicants came from diverse backgrounds, including universities, universities of applied sciences, coding schools (like kood/Sisu and Hive), various bootcamps, shorter training programmes, and many were switching careers. Many applicants had also gone through additional online courses or certifications.
For these Zalando internship positions, some technical skills (must-have tech stack) were evaluated. When applicants hadn’t had any work experience, personal projects, school projects, and hackathons were highly regarded. Those demonstrate coding proficiency and practical skill application. For example, including a GitHub portfolio link was a good idea to showcase applicants’ way to develop technology.
The final selections heavily emphasized motivation and cultural fit, as full competency is not expected in junior roles. When the applicants’ personalities and interests came through in their applications, it was easier to select the ones to move forward.
Best candidates demonstrated:
- Motivation: They researched Zalando’s values, business, and teams, and verbalised why they applied.
- Practical Skills: For those without relevant work experience, they showcased personal projects and enthusiasm for learning.
- Soft Skills: They highlighted important skills like teamwork, clear communication (including giving, and receiving feedback), curiosity, and the courage to ask questions.
- Technical Clarity: They clearly listed technical skills in their CV and highlighted relevant skills, such as explaining where and how they applied a specific language like Java, in their cover letter.
Some applications stood out in the ”wrong” way
Conversely, negative aspects included an overall ’sloppiness’, such as typos, mentions of the wrong company or position, and a generic letter. There were also CV’s that lacked the tech stack, and a brief or missing cover letter. A frequent mistake was also applying in Finnish when the job advertisement was in English. Always use the same language as the job ad.
Extensive use of AI can make some applications look alike, and this stood out in the review phase. This was visible especially in some cover letters that shared similar patterns and wordings. Zalando believes that using AI’s help is okay, but applicants should edit the output: add a personal touch and make it sound human, rather than simply copying and pasting. AI should be used to improve existing content.
“AI-prepared text often contains certain frequent wordings, patterns, and writing styles. While using AI for help is fine, applicants should ensure their personality is visible in the final application.”
Before applying:
- Clean overall ’sloppiness’: Fix typos, mentions of the wrong company or position, and a generic letter.
- Note the language selection: Write your job application documents in the same language that was used in the job ad.
- Show your interest: Submit all the application documents requested, and refer to the information provided in the job ad.
- Use AI the right way: AI is a good sparring partner, but it stands out in a negative way if it does all the work for you.
Zalando’s tips based on experience – here’s how to make a better application
If you’re looking for your first job in the IT industry, Zalando has some practical tips for you based on its experience this spring.
Show Genuine Motivation: Clearly demonstrate your motivation for working at the company, in the specific team, and in the role you are applying for. This shows you have researched the company, its values, and its business. Make it personal, not generic.
Tailor Your Application: Do not send a general application. Ensure your CV and especially your cover letter are tailored to the specific job advertisement. Highlight the relevant tech stack and skills mentioned in the job description. If the job ad is in English, apply in English.
Clear CV Presentation: Have a clear layout in your CV that highlights your strengths, skills, education (including expected graduation date), relevant extra courses, self-studies, previous work experience, projects and hackathons.
Showcase Practical Skills: If you lack professional work experience, strongly feature personal projects, hackathons, or school projects. This helps showcase your coding proficiency, how you apply your skills in practice, and your enthusiasm for programming.
Emphasize Soft Skills: Highlight your soft skills, such as teamwork, clear communication, proficiency in English, ability to give and receive feedback, curiosity, and willingness to ask questions. These are crucial for success in a collaborative, team-oriented environment.
Use AI Wisely: If you use AI to draft your cover letter, treat it only as a starting point. Edit it carefully to add a personal touch, ensure accuracy, and remove generic or ’hallucinated’ content. We want to hear your voice and see your personality.
Proofread Carefully: Avoid ”sloppiness”. Double-check for typos, wrong position titles, or mentioning the wrong company. A polished application reflects attention to detail.
Focus on soft skills and Learning: Since these are junior and internship roles, while technical skills are important (especially the essential ones), motivation and soft skills (like teamwork, communication etc.) will be the deciding factors in the final selection.
This article was written in cooperation with Zalando’s experts and the Mimmit koodaa program.
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